Rob, Scott, and Jason discuss the 2020 Kaiser Health Survey, including: renewal rate increases, employer and employee premium contribution rates, the most common plan designs (PPO, HDHP, HMO, POS) and their enrollments, higher deductibles and employee cost sharing, the uncertainties that insurers and employers have to deal with right now, and more.
Contact us with any questions you may have, we’re here to help: hr@employco.com
Each year, the Kaiser Family Foundation conducts a survey to examine employer-sponsored health benefits trends. On October 8, 2020, Kaiser released this year’s survey results – the following notes summarize the main points of the 2020 survey:
Worker Contributions – The average worker contribution toward the premium (payroll deduction) was 17% of the total premium for single coverage and 27% for family coverage. Employees at organizations with a high percentage of lower-wage workers (where at least 35% make $25,000 or less annually) made above-average contributions toward family coverage—35% vs. 24% when compared to employees at firms with a smaller share of lower-wage workers. In terms of dollar amounts, workers contributed $1,243 and $5,588 per year toward their premiums for single coverage and family coverage, respectively.
Plan Enrollment – The following were the most common plan types in 2020:
On September 30, 2020, the Occupational Safety and Health Administration (OSHA) published two additional answers to its list of COVID-19 frequently asked questions (FAQs). The new answers clarify when employers must report COVID-19 in-patient hospitalizations and fatalities.
Reporting Hospitalizations – OSHA requires employers to report in-patient hospitalizations only if the hospitalization occurs within 24 hours of an exposure to COVID-19 in the workplace. As a result, employers must report COVID-19 hospitalizations only if the hospitalizations are:
The report must be submitted within 24 hours of the time the employer determines there was an in-patient hospitalization caused by a COVID-19 case. Hospitalization for diagnostic testing or observation only is not “in-patient” hospitalization.
Reporting Fatalities – OSHA requires employers to report fatalities that occur within 30 days of an exposure to SARS-CoV-2 in the workplace. Fatality reports must be submitted within eight hours of the time the employer learns that the fatality took place and that it was due to a work-related exposure.
Election season is upon us and we’re likely to see some heated discussions. We also need to be ready for employee time off requests to vote during work hours.
Keeping Political Discussions Civil at Work – Political discussion has and will continue to be a reality in many work environments. Work can already be a stressful place for many, with political discussion adding an additional stressor for employees—and in many cases, an additional concern for employers. While disagreement in and of itself isn’t always a detriment to all workplaces, political discussion can negatively affect the work environment for many employees.
The coronavirus pandemic has changed what a normal day looks like for many across the country. And the pandemic has also increased the stress of many Americans. Prioritizing mental health and well-being in the face of a pandemic, which has caused many to lose their jobs or work from home, is something that every single person should be doing, but it often falls by the wayside.
More than 1 in 5 Americans have diagnosable mental disorders at some point in their lives, yet only about half of those individuals receive professional mental health treatment. A study from the Mental Health in the Workplace Summit also found that mental illness is the leading cause of disability for U.S. adults aged 15 to 44 and that more workdays are lost to mental health-related absenteeism than any other injury or illness.
Given its prevalence, you can expect that employees at your organization are experiencing mental health challenges or mental illness. That’s why it’s so important that your organization creates a culture that supports employees’ mental health. While this may sound complicated, creating a workplace that is supportive of mental health and illness is easier than it seems. Here are five simple ways that your company can support employees and their mental health.
Employment trends expert weighs in
A new poll has revealed that President Trump’s COVID-19 diagnosis has led to an increase in mask-wearing, with 25% more Americans opting for face coverings after learning of his diagnosis. Still, mask-wearing is a hotly debated topic even at the White House, with many critics condemning the fact that President Trump removed his mask in public even after his diagnosis, while others say mask-wearing policies are becoming too stringent.
“Right now, what’s happening at the White House is a microcosm of what’s happening in workplaces across the country,” says Rob Wilson, employment trends expert and President of Employco USA, a national employment solutions firm with locations across the country. “Masks have become heavily politicized and policed, and as COVID-19 cases continue to spike, these conversations about mask-wearing and proper mask etiquette are happening more and more. These conversations can become very difficult in the workplace where HIPAA policies and employee’s rights might feel at odds with mask regulations.”
Wilson says that many employers are grappling with how to enforce mask-usage without stepping over the line, and the employment trends expert explains that this is a topic he has helped many of his clients navigate.
Employment expert discusses drug testing and how employers can monitor substance use among WFH employees
A recent survey revealed that positive drug tests among American employees reached a record high in 2019. But drug testing employees in 2020 will be much different due to the COVID-19 pandemic. How can employers monitor substance abuse among workers when millions of employees are working-from-home?
“We know that alcohol use has skyrocketed during the pandemic, and presumably drug use has as well, although those statistics are harder to track,’ says Rob Wilson, President of Employco USA and an employment trends expert. “Understandably, many employers are concerned about substance use among their workers, especially if it is occurring on the clock. Since so many people are working from home, it can be really hard to know if an employee is abusing drugs or alcohol during work hours, yet by the same token, drug-testing can also feel risky during a time when people are afraid to go to the doctor or health clinic or expose themselves to unnecessary germs.”
So how can employers safely continue drug testing their employees while still respecting the very real dangers of the pandemic?
HR expert explains what employers need to do if employees have a positive COVID-19 test
As COVID-19 cases climb around the nation, many employers are struggling to find a balance between keeping their businesses afloat and their employees safe. Along with putting safeguards into place such as plexiglass barriers and mask mandates for workers and customers, employment experts say that companies also need to have a COVID-19 plan in place for when employees test positive for the novel coronavirus.
“It’s no longer an ‘if’ one of your employees becomes infected, but when,” says Rob Wilson, President of Employco USA, a national employment solutions firm. “Sadly, it’s a given at this point that one of your employees will likely contract the virus at some point in the near future, if they have not already. Your company needs to have a well-thought-out plan for how you’re going to pivot immediately into action when this occurs.”
Wilson says that sanitizing the workplace and informing potentially impacted coworkers and clients is just the beginning. Employers also need to consider whether or not the COVID-19 case can be traced back to the workplace.
Rob, Scott, and Jason discuss payroll tax deferral (employer options and liability), including: what happens if an employee leaves, what large companies are doing, employer options, and more.
Contact us with any questions you may have, we’re here to help: hr@employco.com
HR specialist discusses how voters could alter minimum wage for millions of Americans
Earlier this week, presidential candidate Joe Biden took to Twitter to share his proposed changes to minimum wage if he is elected, including ending tipped minimum wage and raising the minimum wage to $15/hr.
In addition to these national campaign promises, Floridians will have a proposed minimum wage amendment on their ballots come November, potentially raising their minimum wage to $10/hr on September 20, 2021.
“If voters pass the amendment, the plan would be to raise the minimum wage to $10 next year, and then gradually continue to increase the wage until it hits $15/hr by 2026. This would double the current minimum wage in Florida, and mirror similar amendments which have already been put into practice in states like Illinois,” says employment expert Rob Wilson, President of Employco USA, a national employment solutions firm with locations across the country.